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The Employee Privacy Protection Act

WASHINGTON, D.C. | April 14, 2015

THE PROBLEM:

The National Labor Relations Board (NLRB) has implemented new policies that jeopardize the privacy of workers and their families. Buried in the NLRB’s new ambush election rule – regulations designed to speed up union elections – are requirements that force employers to disclose employees’ personal information to union organizers. The Obama board’s regulatory scheme provides labor bosses access to employees’ names, home addresses, phone numbers, email addresses, work locations, and work schedules. The board’s new rule is a radical expansion of existing policies that already leave workers vulnerable to intimidation, threats, and coercion. Disturbing reports highlight examples of union strong-arming:

In 2006, a stranger came to [Jennifer Parrish’s] home asking for her to sign a union authorization card. She repeatedly declined to sign at which point the gentleman grew angry. His demands became louder and more insistent. To get him to leave, she agreed to sign. – Washington Times

Patricia Pelletier … circulated a petition to decertify her union. She and her coworkers ultimately voted to decertify the union. Union operatives responded by allegedly forging Pelletier’s signature on numerous magazine subscriptions and consumer product solicitations … Not only was Pelletier forced to spend several hours each day canceling individual subscriptions, she was also billed for thousands of dollars by unwitting magazine companies, jeopardizing her credit rating. – National Right to Work

Employees provide personal information to employers expecting this sensitive information will be protected. Most employees would be shocked to learn the federal government was forcing employers to hand over their personal information to union bosses. The privacy of working families should be strengthened by policymakers, not weakened by an unelected labor board.

THE SOLUTION:

To safeguard the privacy of America’s workers, Health, Employment, Labor, and Pensions Subcommittee Chairman Phil Roe (R-TN) introduced the Employee Privacy Protection Act. The legislation, H.R. 1767, will give workers greater control over the disclosure of their personal information and help modernize an outdated union election process.

H.R. 1767, EMPLOYEE PRIVACY PROTECTION ACT:

Empowers workers to control the disclosure of their personal information. Employers would have seven days to provide a list of employee names and one additional piece of contact information chosen by each individual employee.

Modernizes the union election process. In the age of email and smart phones, relying on home addresses is both outdated and dangerous. The bill allows employees to choose the easiest and safest way to communicate with union organizers.

Rolls back NLRB policies that jeopardize the privacy of working families. When enacted, the legislation would overturn the board’s radical invasion of employee privacy.